Colorado Nurse - August 2022
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The Official Publication of the <strong>Colorado</strong> <strong>Nurse</strong>s Foundation in partnership with the <strong>Colorado</strong> <strong>Nurse</strong>s Association <strong>August</strong> <strong>2022</strong> | <strong>Colorado</strong> <strong>Nurse</strong> • 5<br />
Re-Growing Our Own<br />
Ingrid Johnson DNP, MPP, RN,FAAN<br />
President and CEO – <strong>Colorado</strong> Center for Nursing Excellence<br />
I am regularly receiving calls and emails from organizations and individuals<br />
concerned with the “great resignation” and how that is creating an added<br />
shortage of nurses. It is not unusual for the conversation to lean toward<br />
questions such as, “Why aren’t the schools graduating more nurses?” and<br />
“Should we lower educational requirements to educate RNs faster?” The<br />
answer to the first question is not singular. First, we don’t have enough faculty<br />
because, to be very direct, nursing faculty is poorly paid in relation to the rest<br />
of our profession. Additionally, even if we did have more faculty available,<br />
there would not be enough clinical placement opportunities to move everyone<br />
through the clinical education process. The answer to the second question is:<br />
“No.” Why? Because patients are getting sicker and living longer. Nursing is<br />
a complex professional position and reports from employers is that the new<br />
nurses come in with gaps in their knowledge. There is too much to learn to<br />
create experts in every area of healthcare, and even a four-year BSN degree<br />
seems to be too short to fill in all the gaps as new nurses enter the profession.<br />
We are trying to transition nurses into practice successfully with post-licensure<br />
nurse residencies and evidence indicates that this is a great way to mitigate<br />
that need for experience and successfully onboard newly licensed nurses.<br />
There is one population of nurses that we haven’t talked a lot about, and<br />
I think we need to do so. What about those experienced nurses who have let<br />
their license lapse for personal reasons and are out of the workforce? How<br />
many nurses out there would be interested in jumping back into the workforce<br />
but have been out for awhile and may need to update their skill set or reactivate<br />
their license? Data isn’t strong enough to give us a good view of the<br />
numbers of nurses in this group, but we suspect that there are many. It is not<br />
easy for experienced nurses to figure out how to best update their knowledge<br />
and skill set and over the years, as the state’s nursing workforce center, we<br />
have repeatedly been contacted to help identify how a nurse can reactive his<br />
or her license or refresh a clinical skillset.<br />
There are only limited RN and LPN Refresher Courses. State courses that<br />
we are aware of are Red Rocks Community College, UCCS, and THEARI<br />
(formerly <strong>Colorado</strong> Central Area Health Education Center). Recently, THEARI<br />
contacted The Center to request that we take over the RN and LPN Refresher<br />
Courses. Kris Wenzel was the author of that original course at <strong>Colorado</strong><br />
Central AHEC and was also a founder of The Center. The transition of these<br />
programs, therefore, feel natural. We have agreed and the THEARI RN and LPN<br />
Refresher Courses are now under The <strong>Colorado</strong> Center for Nursing Excellence<br />
programming.<br />
We are hopeful that among the refresher courses in the state, we will<br />
together be able to recruit and regrow our nursing profession from the<br />
experienced workforce that is out there in <strong>Colorado</strong>. Combining the work of<br />
our schools and opening the door for easy access to refresher programs for<br />
<strong>Colorado</strong> nurses could serve to build our workforce more quickly while utilizing<br />
all our nursing expertise that is not being used in the state. I encourage any<br />
nurse considering returning to direct care nursing and hoping to re-enter<br />
the workforce to do it. You can access The Center’s course at https://www.<br />
cahec.org/rn-and-lpn-refresher-course. This is a 100% online course. If you<br />
prefer an in-person option, please look at the programs at UCCS or Red Rocks<br />
Community College. Our goal is to make education accessible, and we hope<br />
that this is an opportunity to re-grow our nursing workforce.<br />
Peer Assistance<br />
Investing in Prevention Makes<br />
Good Financial Sense<br />
Dr. Nora Volkow, Director of the National Institute on Drug Abuse (NIDA)<br />
at the National Institutes of Health<br />
You can’t put a dollar value on the losses American families have suffered due<br />
to the addiction and overdose crisis. A life lost to overdose is irreplaceable, and<br />
the costs to happiness, success, and well-being of those living with addiction are<br />
similarly overwhelming and incalculable. Yet, funds are finite, and public health<br />
decisions do carry cost implications. When policymakers and community leaders can<br />
translate the human benefits of effective treatment and prevention measures into<br />
some quantifiable return on that investment, it can be a lever to shift public health<br />
policies.<br />
Recently in the journal Prevention Science, a group of researchers funded by<br />
the National Institute on Drug Abuse (NIDA) published an analysis of the costs<br />
to North Carolina healthcare payers for hospital charges potentially relating to<br />
higher-risk behaviors in patients aged 9-18 (i.e., pre-adolescents and adolescents)<br />
in 2012. Charges included care for injuries from violence, accidents, or poisoning;<br />
care relating to sexual activity, substance use, or psychiatric disorders; and charges<br />
related to suicide or self-inflicted injury.<br />
The researchers found that these charges totaled more than $327 million,<br />
accounting for more than 10 percent of all hospital-related charges. The higherrisk<br />
behaviors associated with these costs are preventable with psychosocial<br />
interventions, including family-based prevention programs. Pediatricians and family<br />
therapists surveyed in the study supported screening and referral to prevention,<br />
but cited possible challenges to reimbursement for these services as well as lack of<br />
training and lack of referral networks to/from each other. Pediatricians also cited<br />
concerns over patients not following through with referrals, suggesting that having<br />
family therapists working in pediatric clinics could help.<br />
Peer Assistance continued on page 6<br />
ANNOUNCING ....<br />
RN & LPN<br />
Refresher Training<br />
The <strong>Colorado</strong> Center for Nursing<br />
Excellence is now offering RN & LPN<br />
Refresher courses to help you get<br />
back in the game.<br />
RN RN LPN Virtually<br />
Refresher Refresher Refresher Simulated<br />
Lite<br />
Clinicals<br />
These courses are designed to provide<br />
previously licensed <strong>Nurse</strong>s with the opportunity<br />
to update and enhance their nursing skills &<br />
knowledge and build confidence to renew their<br />
license and re-enter the workforce.<br />
<br />
COLORADO CENTER FOR NURSING EXCELLENCE<br />
pTransforming H<br />
:;:; :<br />
ug orkforce Innovation<br />
refresher@coloradonursingcenter.org